Developing Operational Systems of Principal Growth and Development: A Systematic Agreement Approach

Abstract

This capstone details the process of developing a qualitative principal appraisal system for the Houston Independent School District (HISD). I employed observational research, in-person interviews, and historical data analysis to inform the envisioning, development, and implementation process. Using Semler’s (1997) Systematic Agreement Framework, as well as elements of several research-based leadership competency frameworks, I led a district design team in the development of a principal appraisal system devised to promote lasting growth and development of school leaders, while remaining closely aligned to current organizational processes. Successful implementation of a principal appraisal system, I suggest, is contingent upon strong alignment with the capacity and culture of a school district. Our design team named the model the “Global Leader” Framework to mirror the “Global Graduate” profile currently employed by HISD, which defines six graduate competencies for all students in the district. The Global Leader Framework provides new avenues for principal growth and development not possible under the principal appraisal model employed by the district during the 2015 – 2016 school year. The Global Leader Framework introduces a developmental model of principal growth and development that can be applicable across a wide-range of urban contexts, as it departs from popular, overwhelmingly dense, rubric-based development models. Early in my residency, the HISD superintendent resigned, which led to highly unstable conditions and created many unforeseen obstacles to designing a viable qualitative principal appraisal model. While the initial scope of my strategic project included piloting the new model, inconsistent participation of the design teams, coupled with my lack of formal authority to course-correct during the design process, made it impossible to pilot the model as part of my residency. However, even with numerous setbacks and hurdles, I learned a considerable amount about leadership strategies that support successful development of a new process or procedure.